Senior Compensation Manager Jobs in USA with Visa Sponsorship
Senior Compensation Manager roles qualify for H-1B and O-1 visa sponsorship as specialty occupations requiring a bachelor's degree or higher in human resources, business, or a related field. Employers regularly sponsor experienced compensation professionals, particularly at large corporations and consulting firms. For detailed occupation requirements, see the O*NET profile.
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Get Access To All JobsAbout Baseten
Baseten powers mission-critical inference for the world's most dynamic AI companies, like Cursor, Notion, OpenEvidence, Abridge, Clay, Gamma and Writer. By uniting applied AI research, flexible infrastructure, and seamless developer tooling, we enable companies operating at the frontier of AI to bring cutting-edge models into production. We're growing quickly and recently raised our $300M Series E, backed by investors including BOND, IVP, Spark Capital, Greylock, and Conviction. Join us and help build the platform engineers turn to to ship AI products.
THE ROLE
Baseten is building for talent density. We believe attracting and retaining exceptional people, and ensuring they feel recognized and valued for their impact, is core to becoming the best place to work. Compensation is a critical lever in that mission. As our Compensation Manager, you will own compensation programs company-wide. You’ll be a trusted advisor to senior leaders, shaping our compensation philosophy, leveling framework, and equity programs to ensure we remain competitive, principled, and performance-oriented as we scale. This role blends strategy and execution: designing clear, fair systems while moving quickly in a high-growth environment.
Responsibilities
- Own and evolve Baseten’s company-wide compensation strategy, philosophy, and programs.
- Collaborate with leadership and HRBP to create and evolve job architecture and leveling frameworks.
- Build and maintain compensation bands. Conduct regular market benchmarking to ensure comp bands and strategy remain competitive in a fast moving industry.
- Partner closely with Talent to design and approve competitive new hire offers, advising on negotiation strategy within our compensation principles.
- Lead bi-annual leveling and compensation review cycles to ensure market competitiveness and reward high performance across teams.
- Manage new hire equity grants in partnership with Finance and Legal. Design and administer a thoughtful equity refresher program for tenured employees.
- Oversee annual bonus planning and payouts, ensuring alignment with company performance and individual impact.
- Partner with HRBPs and managers on compensation decisions related to promotions, retention, recognition, and off-cycle adjustments.
- Select and optimize compensation tooling, ensuring data integrity, operational efficiency, and thoughtful use of automation.
Requirements
- 7+ years of experience in compensation or total rewards, ideally within high-growth technology companies (Series D through IPO stage preferred).
- Deep expertise in equity compensation, including stock options and RSUs, with experience designing and managing equity refresher programs.
- Strong analytical rigor with advanced proficiency in Excel or Google Sheets, HRIS systems, and benchmarking tools.
- Proven experience designing and evolving salary bands, leveling frameworks, bonus plans, and variable or incentive compensation programs.
- Comfortable leading companywide compensation and performance review cycles, including managing inputs from many stakeholders and calibrating across teams.
- Ability to operate as both a strategic advisor to senior leadership and a hands-on builder of scalable, principled compensation systems.
- High ownership and sound judgment in time-sensitive situations such as candidate negotiations, promotions, and retention decisions.
- Exceptional communication skills, with the ability to clearly articulate compensation philosophy and influence cross-functional stakeholders.
- Nice to have: Experience building and leading a team.
- Nice to have: Experience owning benefits strategy and evaluating vendors, including healthcare funding models and 401(k) plan design.
Benefits
- Competitive compensation, including meaningful equity.
- 100% coverage of medical, dental, and vision insurance for employee and dependents.
- Generous PTO policy including company wide Winter Break (our offices are closed from Christmas Eve to New Year's Day!).
- Paid parental leave.
- Company-facilitated 401(k).
- Exposure to a variety of ML startups, offering unparalleled learning and networking opportunities.
Compensation Range: $180K - $230K
Apply now to embark on a rewarding journey in shaping the future of AI! If you are a motivated individual with a passion for machine learning and a desire to be part of a collaborative and forward-thinking team, we would love to hear from you.
At Baseten, we are committed to fostering a diverse and inclusive workplace. We provide equal employment opportunities to all employees and applicants without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status.
About Baseten
Baseten powers mission-critical inference for the world's most dynamic AI companies, like Cursor, Notion, OpenEvidence, Abridge, Clay, Gamma and Writer. By uniting applied AI research, flexible infrastructure, and seamless developer tooling, we enable companies operating at the frontier of AI to bring cutting-edge models into production. We're growing quickly and recently raised our $300M Series E, backed by investors including BOND, IVP, Spark Capital, Greylock, and Conviction. Join us and help build the platform engineers turn to to ship AI products.
THE ROLE
Baseten is building for talent density. We believe attracting and retaining exceptional people, and ensuring they feel recognized and valued for their impact, is core to becoming the best place to work. Compensation is a critical lever in that mission. As our Compensation Manager, you will own compensation programs company-wide. You’ll be a trusted advisor to senior leaders, shaping our compensation philosophy, leveling framework, and equity programs to ensure we remain competitive, principled, and performance-oriented as we scale. This role blends strategy and execution: designing clear, fair systems while moving quickly in a high-growth environment.
Responsibilities
- Own and evolve Baseten’s company-wide compensation strategy, philosophy, and programs.
- Collaborate with leadership and HRBP to create and evolve job architecture and leveling frameworks.
- Build and maintain compensation bands. Conduct regular market benchmarking to ensure comp bands and strategy remain competitive in a fast moving industry.
- Partner closely with Talent to design and approve competitive new hire offers, advising on negotiation strategy within our compensation principles.
- Lead bi-annual leveling and compensation review cycles to ensure market competitiveness and reward high performance across teams.
- Manage new hire equity grants in partnership with Finance and Legal. Design and administer a thoughtful equity refresher program for tenured employees.
- Oversee annual bonus planning and payouts, ensuring alignment with company performance and individual impact.
- Partner with HRBPs and managers on compensation decisions related to promotions, retention, recognition, and off-cycle adjustments.
- Select and optimize compensation tooling, ensuring data integrity, operational efficiency, and thoughtful use of automation.
Requirements
- 7+ years of experience in compensation or total rewards, ideally within high-growth technology companies (Series D through IPO stage preferred).
- Deep expertise in equity compensation, including stock options and RSUs, with experience designing and managing equity refresher programs.
- Strong analytical rigor with advanced proficiency in Excel or Google Sheets, HRIS systems, and benchmarking tools.
- Proven experience designing and evolving salary bands, leveling frameworks, bonus plans, and variable or incentive compensation programs.
- Comfortable leading companywide compensation and performance review cycles, including managing inputs from many stakeholders and calibrating across teams.
- Ability to operate as both a strategic advisor to senior leadership and a hands-on builder of scalable, principled compensation systems.
- High ownership and sound judgment in time-sensitive situations such as candidate negotiations, promotions, and retention decisions.
- Exceptional communication skills, with the ability to clearly articulate compensation philosophy and influence cross-functional stakeholders.
- Nice to have: Experience building and leading a team.
- Nice to have: Experience owning benefits strategy and evaluating vendors, including healthcare funding models and 401(k) plan design.
Benefits
- Competitive compensation, including meaningful equity.
- 100% coverage of medical, dental, and vision insurance for employee and dependents.
- Generous PTO policy including company wide Winter Break (our offices are closed from Christmas Eve to New Year's Day!).
- Paid parental leave.
- Company-facilitated 401(k).
- Exposure to a variety of ML startups, offering unparalleled learning and networking opportunities.
Compensation Range: $180K - $230K
Apply now to embark on a rewarding journey in shaping the future of AI! If you are a motivated individual with a passion for machine learning and a desire to be part of a collaborative and forward-thinking team, we would love to hear from you.
At Baseten, we are committed to fostering a diverse and inclusive workplace. We provide equal employment opportunities to all employees and applicants without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status.
How to Get Visa Sponsorship as a Senior Compensation Manager
Target large employers with dedicated HR functions
Companies with 5,000+ employees almost always have structured compensation teams and established visa sponsorship programs. Smaller firms may not have the HR infrastructure or legal budget to support an H-1B petition for this role.
Lead with your compensation specialty, not just HR experience
Employers sponsor roles they can't easily fill domestically. Emphasizing deep expertise in executive compensation, equity plan design, or global pay benchmarking signals a specialized skill set that justifies the sponsorship investment and strengthens your H-1B petition.
Confirm your degree field aligns with the role
H-1B specialty occupation requires a directly related degree. Human resources, business administration, finance, or economics typically qualify. A degree in an unrelated field may require supplemental documentation showing equivalency through coursework or progressive work experience.
Ask about sponsorship before the offer stage
Raise visa sponsorship early, ideally before the final interview. Senior roles involve long hiring cycles, and discovering late that a company doesn't sponsor wastes weeks. Asking upfront also signals confidence and allows both sides to plan the H-1B timeline realistically.
Understand the H-1B cap and timing constraints
Most H-1B filings are subject to the annual lottery with an October 1 start date. If you're currently on OPT or another status, your start date and sponsorship timeline must account for USCIS processing windows and any premium processing your employer selects.
Use Migrate Mate to find verified sponsoring employers
Not every job posting that says 'visa sponsorship available' follows through. Migrate Mate filters for employers with documented H-1B sponsorship history, saving you from applying to roles where sponsorship is listed but rarely granted for compensation-specific positions.
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Get Access To All JobsFrequently Asked Questions
Does a Senior Compensation Manager role qualify as an H-1B specialty occupation?
Yes. Senior Compensation Manager consistently qualifies as a specialty occupation because the role typically requires at least a bachelor's degree in human resources, business administration, finance, or a closely related field. USCIS has approved H-1B petitions for compensation management roles across industries. The key is ensuring the job description reflects the degree requirement clearly, not just as preferred.
Which visa types are most common for Senior Compensation Managers?
H-1B is the most common path. E-3 is available to Australian citizens and is significantly less competitive, making it a strong option if you qualify. O-1A is viable for compensation professionals with national or international recognition, such as published research, industry awards, or a history of speaking at major HR or total rewards conferences. TN visas apply to Canadian and Mexican nationals in qualifying business categories.
How likely is an employer to sponsor a Senior Compensation Manager for an H-1B?
Sponsorship rates are higher for senior-level compensation roles than for generalist HR positions, because the specialization is harder to fill domestically. Large corporations in finance, technology, and healthcare sponsor compensation professionals regularly. Consulting firms that run compensation benchmarking practices also sponsor frequently. Browsing Migrate Mate lets you filter for employers with verified sponsorship history rather than relying on self-reported job postings.
Does my degree need to be in HR specifically, or will a related field qualify?
A degree in HR is not strictly required. USCIS accepts degrees in business administration, finance, economics, or organizational psychology as qualifying fields for compensation management roles, provided the curriculum supports the work. What matters is the connection between your degree field and the specific duties of the role. A degree in an unrelated field combined with a relevant master's degree can also satisfy the requirement.
Can I change employers while on H-1B as a Senior Compensation Manager?
Yes. H-1B portability allows you to start working for a new employer as soon as they file a new H-1B petition on your behalf, without waiting for approval, provided your previous H-1B was approved and you haven't fallen out of status. Your new employer files Form I-129 and a Labor Condition Application with the Department of Labor certifying the prevailing wage for the compensation role before you begin.
What is the prevailing wage requirement for sponsored Senior Compensation Manager jobs?
U.S. employers sponsoring a visa must pay at least the prevailing wage, which is what workers in the same role, area, and experience level typically earn. The Department of Labor sets this rate to make sure companies aren't hiring foreign workers simply because they'd accept lower pay than a U.S. worker. It varies by job title, location, and experience. You can look up current prevailing wage rates for any occupation and location using the OFLC Wage Search page.
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